Hiring a great gym General Manager usually takes six to ten weeks from brief to offer, plus a notice period of one to three months. The operators who get it right follow the same pattern: they define exactly what the club needs, set a competitive package, go after people who aren't actively looking, and run a selection process that tests the real job rather than just the interview.

Your General Manager is the single biggest influence on how a club performs. They set the culture, drive the numbers and decide whether good staff stay or leave. Get it right and almost everything else gets easier. Get it wrong and it can take a year to recover. This guide walks through how to get it right.

Start with what the club actually needs

Before you write a job description, be clear about the situation the new GM is walking into. Is this a turnaround, where the club is underperforming and needs fixing? A growth site, where the foundations are good and the job is to push on? A stable, high-performing club that needs protecting? Or a pre-opening, where the GM will build the team from scratch?

Each of those needs a different person. A brilliant turnaround GM can be restless in a stable club. A great steady-state leader can struggle in a pre-opening. Naming the situation upfront is the most important thing you can do to avoid a mis-hire.

Set a package that wins the right people

The strongest GMs are usually already employed, well paid and fairly happy. To move, they need a reason. That means a competitive basic, a bonus they believe they can achieve and a clear sense of where the role leads. In 2026, UK GM salaries typically range from £32,000 in low-cost gyms to £80,000 or more in premium health clubs and large leisure sites. Our Fitness Leadership Salary Guide breaks this down in detail.

If your package sits below what good candidates already earn, no amount of advertising will fix it. It's the most common reason we see GM searches stall.

Where great General Managers come from

Most of the best GMs aren't looking at job boards. They're running clubs for your competitors, or they're Assistant General Managers, Sales Managers or Fitness Managers ready for their first step up. Reaching them takes a direct approach, a strong network and a message that explains why your role is a genuine step forward.

Don't overlook your own team either. An internal promotion, supported properly, can be the best hire you ever make, and it sends a powerful message to everyone else about progression.

Design a selection process that tests the real job

A traditional interview tells you how well someone interviews. A good GM process tells you how well they will run your club. The processes we see work best usually include four elements.

Keep the process tight. Strong candidates can be talking to other operators, and a slow process is one of the easiest ways to lose them.

Interview questions that reveal a great GM

• Tell me about a club whose numbers you improved. What did you change first, and why?

• Walk me through how you manage your P&L each month. Which numbers do you look at first?

• Tell me about a time you had to manage someone out. How did you handle it?

• How do you keep good staff from leaving?

• What does a great member experience look like in a club like ours?

• What would you want to achieve in your first 90 days here?

• Who have you developed who has gone on to be promoted? Listen for specifics. Great GMs talk in numbers, names and actions. Vague answers about 'driving performance' are a warning sign. 

Red flags to watch for

• Results that can't be explained or evidenced.

• Blaming previous teams or head office for every problem.

• Very short tenures across several clubs without a clear reason.

• Little interest in the team they'd be leading.

• A focus on title and salary with little curiosity about the club itself.

Make the offer, then plan the first 90 days

When you find the right person, move quickly. Make the offer verbally first, confirm it in writing within a day, and expect a counter-offer from their current employer. Stay in touch through the notice period. A short call every week or two makes a real difference to whether they actually start.

Then plan the onboarding properly. The best GMs still need time with their line manager, a clear 90-day plan and early wins. We've written about why onboarding is the forgotten part of recruitment, and it matters more at GM level than anywhere else.

Frequently asked questions

How long does it take to hire a gym General Manager?

Typically six to ten weeks from brief to accepted offer, followed by a notice period of one to three months. Pre-opening and senior roles can take longer.

What should I look for in a gym General Manager?

Look for evidence of commercial results, strong people leadership, operational standards and a genuine focus on members. The best GMs can explain exactly what they did and why it worked.

Should I promote internally or hire externally?

Both can work. Internal promotion is great for culture and retention if the person is ready and supported. External hires bring fresh experience and are often better for turnarounds or new openings.

How much should I pay a gym General Manager?

In 2026, UK GM salaries typically range from £32,000 to £80,000 or more depending on club type, size and location, usually with a performance bonus on top.

Hiring a General Manager and want to get it right first time? Love Recruitment has been placing GMs across UK fitness and leisure since 2015. Talk to the team at loverecruitmentgroup.com/people or see the leadership roles we're working on at loverecruitmentgroup.com/jobs